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Generations And Engagement

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An overview of three generational cohorts, boomers, generation x and generation y -- the similarities with how they approach work and what it will take to attract and retain them

An overview of three generational cohorts, boomers, generation x and generation y -- the similarities with how they approach work and what it will take to attract and retain them

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  • 1. Connect + Engage
    The Generations @ Work
    Peter Reek . Principal Smart Savvy + Associates
    Direct - 604.639.5446 peter@smartsavvy.ca
  • 2. “Each generation imagines itself to be more intelligent than the one that went before it , and wiser than the one that comes after it.”
    ~ George Orwell
  • 3. Overview
    • Connecting with the Generations
    • 4. Boomers /Generation Jones
    • 5. Generation X
    • 6. Generation Y
    • 7. Focus on the similarities/common ground
    • 8. Ingredients for engaging and becoming Employer Of Choice
    • 9. Discussion/Round Table
  • Get on the Same Page
    • Boomers 1946 – 1964 (46- 64 yrs)
    • 10. Generation Jones 1955 – 1964 (45-56 yrs)
    • 11. Generation X 1965 – 1979 (31– 45 yrs)
    • 12. Generation Y 1980 – 1994 (16 – 30 yrs)
  • Famous Y’s
  • 13. Famous X’ers
  • 14. Famous Boomers (Later Stage/Generation Jones)
  • 15. Famous Boomers (Leading Edge)
  • 16. Examining A Generation
    • Defining Moments
    • 17. Key Values & Concerns
    • 18. Current & Next Life Stages
    • 19. Emotions & Affinities
    • 20. Physiographic Profiles
    • 21. Social Activities/Lifestyle
  • Gen Y (16-30)
  • Gen X (31-45)
  • Boomers (46-64)
    • Defining Moments
    • 44. Watergate
    • 45. Assassinations of John Lennon, MLK and JFK
    • 46. Royal Wedding
    • 47. Famine/Band Aid
    • 48. Iran Hostage
    • 49. Vietnam/Woodstock
    • 50. Life Stage
    • 51. Child rearing later years
    • 52. Long runway (career growth)
    • 53. Retirement planning
    • 54. Empty nesting (early stages)
    • 55. Grand parenting
    • 56. Divorce and remarriage
  • Portrait of Gen Y
    • Ambitious
    • 57. Loyalty vs. Quest (conflict)
    • 58. Multi-cultural ease
    • 59. Networking by nature
    • 60. Healing the planet
  • Gen Y Realities
    • They are fast and impatient
    • 61. They have grown up texting (no need for planning sessions – let’s do this)
    • 62. They may be smart but they are not necessarily wise (most seem to know that)
    • 63. Recognize value of mentorship
    • 64. They can multi-task
    • 65. Reality TV…
  • Reality TV & Generation Y
    • Baptism by fire/ Do or Die opportunities (Apprentice)
    • 66. Give them feedback (American Idol)
    • 67. Be Strategic (Survivor /Amazing Race)
    • 68. Anything is Possible (Bachelor)
    • 69. Life should be ‘good’ enough to be on TV (The Hills)
    • 70. Build alliances
    • 71. Resilient
    • 72. Dare to try new things
    • 73. Learn from failures
  • Portrait of Boomers
    • Long Runways
    • 74. Working Longer
    • 75. From ‘Me’ to ‘We’ – Volunteer
    • 76. Yearning for Flexibility
    • 77. Familial Obligations
  • The Y’s and The Boomers …
    • Getting along like a house on fire
    • 78. Extraordinary amount in common
    • 79. The Boomers are used to parenting the Y’s
    • 80. The Y’s tend to like their parents
    • 81. Net result = Many similarities in values
    • 82. The Y’s don’t want the Boomers Jobs (they want better ones)
    • 83. Boomers are beyond feeling threatened
    • 84. Mutual mentoring
  • Best Way To Pay
  • 85. 10 Reasons Gen X’ers Are Unhappy at Work
    Careers got off to a late start
    During teens witnessed adults being laid off
    Most corporate careers narrow at the top
    Just their luck – economy was slow when they started and it is slow now
    Pesky Gen Y’s
  • 86. 10 Reasons Gen X’ers Are Unhappy at Work
    Surrounded by love fest (Ys and Boomers)
    Believe it or not they are the conservative ones holding down the fort
    Fearful at pace of technology
    Boomer Parents of Y’s
    Their own parenting pressures are at a peak (life is busy)
  • 87. X’ers As Leaders
    • Realistic, Pragmatic and Effective
    • 88. Resourceful and hardworking
    • 89. Take commitments seriously
    • 90. Resilient
    • 91. Well-nurtured networks
    • 92. Operate comfortably in the global and digital world
    • 93. Richly multi-cultural
    • 94. Always looking for a different way forward
    • 95. Raise important questions
  • Leadership Challenge
    • Coach vs. Boss
    • 96. Active interest in your people’s lives (both @ work and outside of work)
    • 97. Make an investment in them as team members and individuals
    • 98. Help them figure out where they are headed/where their strengths are
    • 99. Help them recognize when the scales are tipped
  • 5 Common Rewards Valued More than Pay
    Odyssey experiences
    Rich form of flexibility
    Meaning, purpose and challenge
    Diverse, high-functioning teams
    Measure of altruism
  • 100. Employer of Choice
    • Foster a culture or inclusiveness
    • 101. High degree of flexibility
    • 102. Bonus managers based on financial and human resource targets
    • 103. Eliminate rogue managers who sour the atmosphere and culture
  • Employer of Choice
    • Constantly review HR offering to make sure current/relevant
    • 104. Give top performers accelerated development opportunities and differentiated compensation
    • 105. Deal with under performers
    • 106. Break compensation rules to hire the best candidate
    • Demonstrate commitment by spending on/supporting training
    • 107. Understand recognition as key driver of employee satisfaction
    • 108. Ensure frequent two-way communication with team
    • 109. Engage alumni
    • 110. Segment employees and treat each group appropriately
  • New Model
    • Free Agency
    • 111. Autonomy and independence
    • 112. Action and results
    • 113. Challenge, risk and innovation
    • 114. Work-life balance
  • Innovative Approaches
    • Digital Reverse Mentoring - Time-Warner recruited Gen Y college students to mentor their execs in digital technology
    • 115. Social Networking www.hello.bah.com
    • 116. Re-emergence of the sabbatical
    • 117. Houston Texas – Flex in the City Events
    • 118. Sodexho – workers propose their own flex arrangements
  • What Do Marketers Want?
    • Challenge
    • 119. Opportunity to make an impact
    • 120. Participate at strategic level
    • 121. Ownership
    • 122. Work with smart people/ be part of a winning team
    • 123. Exercise the power to create (a powerful driver)
    • 124. Flexibility
  • Discussion Points
    • What is your organization doing well to serve the generational cohorts?
    • 125. Which companies are leading the way/doing it well when it comes to people innovation?
    • 126. Where will your organization have to shift if there are going to be an employer of choice (with drawing and staying power)?
    • 127. How would you describe the necessary leadership shift/ requirements to effectively lead the emergent workforce?
  • Discussion Points
    • What kind of things can organizations do to better connect with/engage:
    Boomers
    Gen X
    Gen Y
    • What does Each generation have to teach us?
    • 128. What are the key things the companies you have worked for have done to hold your attention and keep you engaged?
    • 129. What common HR practices/policies have become obsolete/outdated?
  • Discussion Points
    • If you were tasked with drafting your employee best practice/ HR Model what benefits, policies etc. would you make sure became the emphasis/priority for the next 3- 5 years?
    • 130. How does this all translate into:
    Retail environments
    Unionized environments
  • 131. Resources
    Harvard Business Review video interviews:
    Managing Generation Y - Tammy Erickson
    What Motivates Gen Y and Boomer Talent - Sylvia Ann Hewlett
    I made use of several of the from Tammy Erickson’s Harvard Business Review blog entitled Across the Ages
    Specifically:
    Career Advice for Generation X
    A Hard Look at the Options Ahead: The Reality of the Changing Workplace-What's in Store for Generation X?
    Why Generation X Has the Leaders We Need Now
    Other Blog Posts:
    Let Gen Y Teach you Tech – Sylvia Ann-Hewlett, Laura Sherbin & Karen Sumberg
    In hard times, recommit to flex time – Sylvia Ann Hewlett
    Power Point Presentations (CDN Content)
    Understanding Generational Differences – Beyond The Stereotypes by Michelle Dagino
    You, Me and Them: Dealing with Generational Differences in the Workplace by Dr. Linda Duxbury

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